According to this construct, women may demonstrate traditional gender role behaviors to mitigate “backlash” of negative reaction by men and women to “role discrepant” behaviors like asking for career advancement and commensurate compensation.

What approaches have been effective when you have asked for a salary increase or promotion? –How did you prepare? -How did you overcome objections?

When people ask you for a salary increase or promotion, what negotiation approaches have been most effective? -What have been least effective?

Wichart’s model of individual initiatives toward career advancement points to the importance of skillful professional networking, mentoring, and sponsorship.

• The current unemployment rate in the U.S. is 7.9%, but for computing-related occupations it’s less than half of that (3.5%)

• The number of African Americans and Latinos employed in computing-related jobs should be double what it is today, given their proportional participation in the US workforce

• Across all STEM careers, tech jobs are growing fastest and have the second-highest starting salaries

The U.S. Bureau of Labor Statistics projects that by 2020, there will be nearly 1.4 million computing-related jobs added to the U.S. workforce.

With the existing pipeline of students, however, we’ll be able to fill only 30% of these jobs with computing graduates.

NCWIT offers the following tools:

• Counselors for Computing (C4C) Pathway Cards help connect students’ interest with next steps toward IT and computing careers. C4C is a project of the NCWIT K-12 Alliance, made possible by the Merck Company Foundation and Google.

• A job-search tool at the NCWIT website, powered by Indeed.com, lets people search for computing-related jobs within NCWIT member organizations — including large companies, startups, universities, and non-profits all around the country.

• Top 10 Ways Successful Technical Women Increase Their Visibility includes ten things that highly successful women say they do in order to increase their visibility throughout the company, industry, and technical community.

-* What “best practices” have you seen to increase professional employment among diverse employees?

Linda Babcock‘s 2011 research at Carnegie-Mellon University identified one possible reason for the oft-reported pay gap between genders: Women don’t ask for raises as often as men
They wait to be offered a salary increase, a promotion, to be assigned the task or team or job that they want.

Researchers note that this type of unsolicited offer rarely occurs.The study found that when women do ask, it can lead to others finding them “too demanding and aggressive.”

This trend was demonstrated when researchers showed people videos of a man and a woman each asking for a raise, following the same script.
Viewers of both genders reported similar negative perceptions of women who requested promotion.

The study reviewed approaches to help women improve their negotiation skills without challenging “preconceived notions about appropriate gender behavior.”

Some critics note that this analysis doesn’t consider larger scale inclusion and diversity interventions, such as resources offered by NCWIT.org to guide design and launch of merit-based systems for hiring, promoting, and managing women and other underrepresented groups.

–*How likely are you to ask for a salary increase or promotion?-*What factors do you consider before making a request for more more or an expanded role?

Supervising-in-a-Box series and Women in IT: The Facts offer tips and tools